Company Policies
Kles Digital Health strives to provide an environment where everyone can thrive
Dignity at Work Policy
We at Kles Digital Health are committed to providing a working environment in which everyone is treated with dignity, fairness and respect. Bullying, harassment, sexual harassment, discrimination, victimisation and other intimidating or disrespectful behaviour will not be tolerated.
This policy applies to employees, directors, contractors, consultants, volunteers and others working with or on behalf of the company. It applies to behaviour in the workplace and in work-related situations, including meetings, conferences, social events, business travel and electronic or online communications.
Our expectations
Everyone working with the company is expected to:
treat colleagues and others with courtesy, dignity and respect;
communicate professionally, including when disagreeing or providing feedback;
respect individual differences and avoid behaviour that could reasonably be considered intimidating, humiliating, hostile, offensive or degrading;
not engage in bullying, harassment, sexual harassment, discrimination or victimisation;
challenge or report inappropriate behaviour where it is reasonable and safe to do so; and
cooperate with any investigation into concerns raised under this policy.
Harassment related to a protected characteristic, sexual harassment and victimisation are prohibited under the Equality Act 2010. The company will also take reasonable steps to prevent sexual harassment of its employees, including harassment by third parties encountered through work.
Examples of unacceptable behaviour
Unacceptable behaviour may include persistent criticism or undermining, shouting or aggressive behaviour, offensive jokes or comments, unwanted sexual comments or attention, deliberately excluding someone, spreading malicious rumours, inappropriate messages or online communications, or abusing a position of authority.
Reasonable and constructive management, including giving feedback, setting performance expectations and addressing poor performance or conduct, does not in itself constitute bullying or harassment.
Raising a concern
Anyone who feels that they have been treated inappropriately is encouraged, where they feel comfortable doing so, to raise the matter directly with the person concerned. However, there is no requirement to do this before raising a concern with the company.
Concerns may be raised with [manager]. If the concern involves that person, it should be raised with one of the other directors.
Concerns will be taken seriously and handled sensitively and as confidentially as reasonably possible. The company will consider whether the matter can be resolved informally or whether a formal investigation is appropriate. Anyone accused of inappropriate behaviour will be given a fair opportunity to respond.
No person will be subjected to retaliation or detrimental treatment for raising a genuine concern, supporting another person who raises a concern, or participating in an investigation.
Action
Where an allegation is substantiated, appropriate action will be taken. For employees, serious bullying, harassment, discrimination, victimisation or sexual harassment may constitute misconduct or gross misconduct and may result in disciplinary action up to and including dismissal. Appropriate action may also be taken in relation to contractors, consultants or other third parties.
Responsibilities
Everyone has a responsibility for maintaining a respectful working environment. Managers and directors have an additional responsibility to lead by example, respond appropriately to concerns and take reasonable steps to prevent bullying, harassment and sexual harassment.
Review
This policy will be reviewed periodically and updated where necessary to reflect changes in legislation, guidance and the needs of the company.
Last updated August 2026